The Simmons Company, founded in 1870, is one of the oldest major mattress manufacturers in the United States. Simmons throughout its long history has been through and survived numerous changes, including its greatest, in 1978 when they ceased to be a family run business (Casciaro, 2007a). While Simmons had an established set of core values dating back to its founding, Eitel felt these core values could possibly be improved upon and he enhanced the existing core values by adding three additional core values. The core values and culture of an organization define who they are by way of the people within, ultimately showcasing their choices and commitment to the organization. The purpose of this paper is to gain insight on the role of leadership during change and how implementing change within an organization can and will affect its culture. Change dynamics within an organization is an essential theme that change leaders must understand. Change dynamics within an organization refers to the analysis of the organizational dynamics as well as the …show more content…
As with any organizational change Eitel’s approach was met with resistance and hostility (Casciaro, 2007a), from both the leadership as well as plant employees. Eitel did a complete overhauling of the company 's dictatorial style and structure. The implementation of the program meant the company incur a $7.2 million dollar expenditure over a three year period of time in order to effectively implement the GGOL training program. Implementing cultural change at this time would not only help the organization to survive the trying times, but to facilitate its growth and success well into the future. Furthermore, implementing GGOL would provide employees the ability to take ownership and pride in their work inspiring them to become one cohesive team working towards one common
Organizational transformation happens when leaders are able to impact the culture in a positive manner, and he or she can lead an organization through changes, all while remaining encouraging and ethical. Northouse (2013) defines leadership as a process whereby an individual influences a group of individuals to achieve a common goal. Leadership ethics is about who leaders are, their character, what they do, and their actions and behaviors (Ethical Leadership, 2016). This case study is about leaders at a Texas plant, and how their leadership style, communication, and ethics affected the organization.
“Without change there is no innovation, creativity, or incentive for improvement. Those who initiate change will have a better opportunity to manage the change that is inevitable.” William Pollard’s, a 20th century physicist, words show us the power of being proactive, and igniting change to strengthen a company’s productive climate (Sellers, Boone, Harper, 2011). Acme Airlines flight attendants lacked incentive to improve the quality of their work, as a result of distrustful management and overall frustration within the company. Acme took successful steps to rebuild their FA program into a more relationship oriented work environment. Through an understanding of effective leadership, we will use the
Change is a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.
Change is something that is necessary for the survival of a company, but can sometimes be difficult to instate. That is what is discussed in the book A Sense of Urgency by John Kotter. The central theme of this book is leadership, and how it is required to initiate change.
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
The third Case Study “Home Depot’s Blueprint for Culture Change” studied Mr. Robert Nardelli’s role as the CEO of Home Depot. He approached management in an autocratic style, which was criticized by many. This paper will take a look at how Mr. Nardelli’s style follows Kotter and Cohen’s model of change.
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
Shurbagi, A. M., & Zahari, I. B. (2013). The relationship between transformational leadership and organizational culture in National Oil Corporation of Libya. International Journal of Business Administration, 4(4), 26-34. DOI: 10.5430/ijba.v4n4p26
Change is a fundamental element of individuals, groups and all sorts of organizations. As it is the case for individuals, groups and societies, where change is a continuous process, composed of an indefinite amount of smaller sub-changes that vary in effect and length, and is affected by all sorts of aspects and events, many of which cyclic are anticipated ones. It is also the case for organizations, where change occurs repeatedly during the life cycle of organizations. Yet change in organizations is not as anticipated nor as predictable, with unexpected internal and external variables and political forces that can further complicate the management of change (Andriopoulos, C. and P. Dawson, 2009), which is by itself, the focus of many scholars in their pursuit to shed light on and facilitate the change process (Kotter 1996; Levin 1947; et al).
Minority entrepreneurs have many barriers they have to overcome in order to be successful. Some typical problems they face are limited access to capital, lower equity investments, and less exposure to entrepreneurship. Minority entrepreneurs are twice as likely to be turned down for traditional lending, which can discourage them from even applying for a loan. Not only that but they are less likely to be considered by traditional or angel investors. They also generally live in run down areas, with poor schooling and less access to successful people. One entrepreneur who has hurdled over all the barriers and became extremely successful is Russell Simmons, the co-founder of Def Jam Records.
“Leading Change: Why Transformation Efforts Fail” is an article written by John P. Kotter in the Harvard Business Review, which outlines eight critical factors to help leaders successfully transform a business. Since leading requires the ability to influence other people to reach a goal, the leadership needs to take steps to cope with a new, more challenging global market environment. Kotter emphasizes the mistakes corporations make when implementing change and why those efforts create failure; therefore, it is essential that leaders learn to apply change effectively in order for it to be beneficial in the long-term (Kotter).
The challenge was to overcome the overall resistance to change and find a way to get the organization behind ArcTech Flooring, the new specialty product. A culture of customer disengagement and communication problems among divisions along with past norms held by key senior managers made initiating radical innovation difficult. These norms made up the division's mechanistic organizational structure, incentives that are based on overall sector performance, operational competencies, and low risk culture, all of which hindered innovation. This paper explores the leadership challenges involved in managing strategic change in a highly mature Arctic Timber Engineered Woods Division.
Organizational change affects all levels and individuals of the organization in question. Although a change effort can originate in any part of the organization, it will eventually require strategic effort from the top and buy-in from the bottom in order to be sustained.
Change in an organization occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it. This may lead to gaps where employees may not adapt to a certain change and therefore it is important that an organization takes into considerati...
change management is also called change control, it is an approach to use process, planning, and technique to changeover a group or an organization to show the future state and also achieve the demand of business outcome.（Rune Todnem， 2007）.The meaning of change management which is when an organization grow slowly，and there are cause some internal problem，but it hard to change the business environment，the organization have to work out a change strategy，to adjust and improve internal hierarchy，workflow and enterprise culture，to help the organization transitions well，the key of organization change is management change，however，the success of organization change is come from management change，the change could not make sure the 100% success rate, even lower that makes people often scared and believe” change probably will failed, but not change absolutely will be failed, so realize how to change is important than why need change and change what.